Dear All, In the employee Appointment/Offer letter, what is the minimum probation time I can give and what is the maximum probation time I can give? Regards, Sidharth
From India, Varanasi

It depends upon the industry and the demand and supply of labour required for the industry. If the supply of labour/ manpower is inelastic you will have to make it just three months, otherwise, you will not get proper candidates. On the other hand, if it is highly elastic and is available in plenty, you can put one year or even two years. Similarly, for reputed companies where employees wish to work, the probation can be long but for a small company not popular, keeping the same long probation period will not yield results and it may not attract skilled candidates.

We have two years' probation in public sector banks. People are ready for that but if you keep two years' probation in a private company, you will not get response from the employees and even they will reject the offer. In such circumstance, you have to keep it one year or even six months depending upon the skills and training required to make them more fit for the work. Therefore, there can be different probation period for freshers and experienced persons.

From India, Kannur
According to Bangladesh Labor law- The period of probation for a worker whose function is clerical shall be six months. For other workers, such period shall be 3 (three) months, provided that in the case of a skilled worker, the period of probation may be extended for a further period of three months if, for any reason, the quality of his work within first three months of his probation is not possible to ascertain. The readymade garment (RMG) factories fully abide by this law.

According to Bangladesh Government Service Rules- A person initially appointed to the service against a substantive vacancy shall remain on probation for two years if appointed by direct recruitment to the service on the commission's recommendation. The government may extend the probation period for a further period not exceeding two years.

Besides RMG and government services, most establishments practice a probation period of six months, which the management may extend for a further six months.

From Bangladesh

The minimum and maximum probationary periods that can be mentioned in an employee appointment or offer letter can vary based on local labor laws, company policies, and industry standards. There isn't typically a universal standard for this, as it depends on the regulations in the specific region or country where the company operates.

In many jurisdictions, probationary periods can range from one month to six months, but this can vary significantly. Some countries might not have specific laws regarding probation periods, allowing companies to set their own durations.

It's essential to be aware of local employment laws and regulations that govern probationary periods in your area. These laws may dictate the maximum length of the probation period and any specific requirements or protections for employees during this phase.

When drafting an employee appointment or offer letter, it's advisable to consult with legal counsel or HR professionals to ensure that the probationary period mentioned complies with local regulations and meets the company's needs. Clearly outline the terms and conditions of the probationary period, including the purpose, expectations, evaluation criteria, and any implications for employment status upon successful completion or failure of the probation period.

From India, Thane
you can mentioned 6 month probation period and can extend to 9 month, if performance is required improvement for confirmation. Anil Bhaskar


@Aarya Chalke, can you please tell us which 'local' employment law governs probation period?
From India, Kannur

Model standing orders under Industrial Employment (Standing Orders)Act 1946, does has the mention about 3 months probation period. R R Kapoor Vadodara
From India, Vadodara
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